Proactive Steps to Prevent Sexual Harassment at Work

Creating a safe and respectful workplace is not just a legal requirement—it’s a necessity of a healthy organisational culture. Employers have an obligation to prevent sexual harassment and ensure that employees feel supported and protected. Proactive measures, clear policies, and robust support systems can help employers meet these responsibilities effectively.

Legal Obligations of Employers

Employers are legally required to take reasonable steps to prevent and address sexual harassment in the workplace. This includes:

  • Creating and Enforcing Policies: Having a clear, written anti-harassment policy that defines unacceptable behaviour, outlines reporting procedures, and details consequences for violations.
  • Providing Training: Regular training for employees and managers to recognise, prevent, and address harassment.
  • Responding Promptly: Investigating complaints thoroughly and taking appropriate corrective actions.
  • Ensuring No Retaliation: Protecting employees who report harassment from retaliation.

Failing to fulfil these obligations can result in legal liability and damage to the organisation’s reputation.

How Employers Can Proactively Prevent Sexual Harassment

1. Build a Culture of Respect

Promote values of respect and inclusivity through consistent communication and leadership behaviour. Make it clear that harassment of any kind will not be tolerated.

2. Provide Comprehensive Training

Offer training that goes beyond compliance, teaching employees to recognise subtle forms of harassment and fostering bystander intervention. Managers should be trained to handle complaints sensitively and effectively.

3. Establish Clear Reporting Channels

Ensure employees know how and where to report harassment. Provide multiple reporting options, including anonymous channels, to accommodate varying comfort levels.

4. Lead by Example

Leadership must set the standard for workplace behaviour. Senior staff should demonstrate zero tolerance for harassment and actively support anti-harassment initiatives.

5. Regularly Review Policies

Policies should be regularly updated to reflect changing laws and workplace dynamics. Communicate these updates to employees to keep everyone informed.

a man pointing a pencil to a woman

Supporting Employees Who Report Harassment

1. Respond with Empathy and Prompt Action

When a complaint is made, listen without judgment, ensure confidentiality, and take swift, unbiased action. Employees need to know their concerns are taken seriously.

2. Provide Resources

Offer access to counselling, legal advice, or Employee Assistance Programs (EAPs) to support employees emotionally and practically during the process.

3. Ensure Fair Investigations

Investigations must be impartial and thorough. Keep all parties informed about the process and outcomes while maintaining confidentiality.

4. Protect Against Retaliation

Implement safeguards to ensure employees who report harassment are not subjected to adverse treatment. Retaliation can undermine trust in the organisation and discourage future reporting.

Why It Matters

Preventing sexual harassment isn’t just about compliance—it’s about building a workplace where employees feel valued and safe. A proactive approach enhances trust, boosts morale, and fosters a productive environment. By prioritising prevention and support, employers send a clear message: harassment has no place here, and we stand with those who speak up.

If you need further support with staying compliant, get in touch.

Maximising Productivity: The Power of Gig Workers and Side Hustlers

black camera lens near gray laptop computer and black tablet computer inside well lit room

In today’s ever-evolving work landscape, businesses are constantly seeking new ways to boost productivity and stay competitive. In return employees are also looking to build portfolio careers which offer more flexibility and faster development opportunities.  This marriage of ideals can be great for organisations.

Companies should consider leveraging gig workers and individuals with side hustles for a number of reasons. These dynamic contributors can bring a multitude of benefits to your organisation, helping you to achieve more with less. In this blog, we’ll explore the advantages of embracing these flexible work arrangements and also highlight some critical watch-outs to ensure a seamless integration into your workforce.

The Benefits of Gig Workers and Side Hustlers

  1. Flexibility and Agility: Gig workers and side hustlers offer the flexibility that traditional employees may not. Their ability to match your project’s needs can help your company stay agile in today’s fast-paced business environment. When your team needs an extra pair of hands, these workers are there to step in.
  1. Diverse Skillsets: The gig economy attracts individuals from various backgrounds and expertise. By tapping into this talent pool, you can access a wide range of skill sets, allowing you to match the right person to the right job. This diversity can be particularly advantageous for one-off projects that require unique or specialised skills.
  1. Cost Efficiency: Leveraging gig workers and side hustlers can be a cost-effective approach. You can save on overhead expenses like benefits, office space, and training, while also avoiding long-term employment commitments. This financial flexibility can help your organisation allocate resources more efficiently.
  1. Productivity Boost: These workers are often highly motivated, as they have a vested interest in delivering high-quality results to secure future gigs or side hustle opportunities. This motivation can translate into increased productivity and quality work, especially for short-term projects.
  1. Reduced Burnout: Utilising gig workers and side hustlers can help distribute workloads more evenly among your core team, reducing the risk of employee burnout. This results in a happier, more engaged full-time workforce and better overall workplace morale.

Improving Productivity with Gig Workers and Side Hustlers

  1. Strategic Resource Allocation: Identify areas where gig workers and side hustlers can be most beneficial. Use them to fill gaps, handle specialised tasks, or scale up quickly for time-sensitive projects. By strategically allocating these workers, you can make the most of their skills and availability.
  1. Effective Onboarding and Communication: Ensure that these workers are well integrated into your team and understand your company’s culture and values. Effective onboarding and open lines of communication can help them feel like valued contributors rather than outsiders.
  1. Technology and Tools: Invest in the right technology and tools to facilitate remote work and collaboration. Gig workers and side hustlers often work remotely, so providing them with the tools and systems they need to succeed is crucial for productivity.

Watch Outs When Leveraging Gig Workers and Side Hustlers

  1. Legal Compliance: Be vigilant about complying with labour laws and regulations. Ensure that these workers are classified correctly (as freelancers or contractors) and that you’re meeting all tax and employment requirements.  You can find out more by reviewing our Working from Abroad Guidance.
  1. Confidentiality and Data Security: Protect sensitive company information by establishing clear guidelines on data security and confidentiality, particularly in light of GDPR Regulations. Ensure that these workers understand their responsibilities in safeguarding your company’s data.
  1. Cultural Fit: While gig workers and side hustlers can bring fresh perspectives, it’s important to assess their cultural fit within your organisation. Misalignment in values or work ethic can be disruptive, so pay attention to this aspect during the selection process.
  1. Feedback and Evaluation: Provide regular feedback and evaluation to these workers to maintain high performance standards. Constructive feedback can help them improve and align with your company’s objectives.  However employers need to understand the balance between meeting the Agency Worker Regulations and the risks associated with the Agency Worker relationship.

In conclusion, embracing gig workers and side hustlers can be a game-changer for your organisation. They bring flexibility, diversity, and cost efficiency, which can translate into improved productivity. However, it’s essential to navigate the legal and cultural aspects carefully. When done right, integrating gig workers and side hustlers can lead to a more agile, dynamic, and productive workforce. This helps your organisation thrive in a rapidly changing business landscape.

Redundancies deserve RESPECT

Its a sad fact that economic downturns inevitably brings redundancies. As an HR Business Partner I have managed hundreds of redundancies spanning 60 countries and each one has created a new learning opportunity. Redundancies need to be managed carefully, as they can bring reputational risk if employees have poor experiences, such as the case with Twitter and P&O Ferries.

Each situation I have managed has been different, each employee unique, but some principles and guidelines remain consistent and that is to treat employees with RESPECT. Whether you are an HR professional, manager or business owner, here are my tips:

Rules and regulations. Know what the legal requirements are before making any announcements. The guidelines are there to protect employees and employers. Don’t try to take short cuts!

Equip managers to fully support those impacted in their teams. Ensure they can communicate clearly why the employee is impacted, what is going to happen and when they can expect more information.

Space. Give employees time to digest the news, but let them know you are there when they are ready to ask questions or talk. Don’t make assumptions about where they sit on the change curve, you will most likely be wrong!

Put yourself in their shoes.  Empathy is the most valuable gift you can offer.

Empower employees. Ensuring they have open communication channels and access to consultation materials, HR policies or outplacement support, will provide a more positive experience.

Communication. Successful restructuring comes as a result of successful communication. In markets where consultation is a requirement, great results can come from two-way conversations and embracing employee counter-proposals. After all, no-one knows their role better than the employee in it. 

Take time out. Redundancies are hard. Whether you are directly or indirectly impacted, emotions run high and it can be a very stressful time. Often managers delivering the news are also at risk of redundancy too. Taking time to focus on your health and wellbeing is crucial.

Valued employees deserve RESPECT. Sign up for our HR membership for all the tools and guidance you need to manage your own redundancies.

Sandwich Careers

Recently I found myself overwhelmed with family life.  

joyful adult daughter greeting happy surprised senior mother in garden
Photo by Andrea Piacquadio on Pexels.com

My 82 year old mother went into hospital last month with a chest infection, complicated by terminal lung cancer, and I spent days watching her fight for breath as she precariously pivoted on the edge of life and death.  We were lucky, she pulled through and was able to return home.  She remains bed bound with carers supporting her around the clock and with the help of my 76 year old father who fortunately is still in great health.  In the lead up to her hospital admittance, she had many falls where my father and I needed to physically lift her back onto her feet.  At the same time my youngest daughters’ nursery kept closing due to staffing issues, which meant juggling her care, mum and work.  The experience was physically and emotionally draining and one day I was so exhausted I took to bed and stayed under my duvet until dinner.

Like my parents, baby boomers are now in their seventies and eighties, people are living longer and social care is failing and unaffordable.  Consequently, more employees are having to balance raising children at the same time as caring for their relatives, and this responsibility often falls on women.  I have an incredibly supportive husband who equally shares chores and caring responsibilities for our three children, aged 3, 7 and 14, but as an only child, the responsibility of my parents care falls with me.

The impact on sandwich carers’ mental health is explicitly linked.  In the 2015 European Health Interview Survey (EHIS) findings showed that women providing their frail relatives with informal care were less likely to suffer from mental distress compared to non-carers. However, results change radically if they had children aged less than 15 at home, and a higher probability of being depressed was detected for women overwhelmed by the double responsibility of assisting both dependent relatives and their own children. Results are not significant for men.

I am lucky to have a supportive employer.  Having access to a variety of employee assistance options, made available in easy to read policies, brings support and relief in those moments that matter.  Through these, I can balance my carer responsibilities by being able to work flexibly, take paid or unpaid time off, and when the time comes, even have generous end of life leave.  So, was my attendance and productivity affected? Due to the flexibility offered by my employer I actually didn’t need to take any time off work and was also able to remain productive and deliver a successful and well received piece of work.  

Want to discuss and learn strategies to support and retain your sandwich carer employees? Get in touch!

#work #people #health #mentalhealth #productivity #experience #sandwichcarers #hrconsulting #hr 

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